I. Single Choice Questions (***15 questions, 2 points each, ***30 points)
Only one of the four alternative choices listed in each question meets the requirements of the question, so please fill in the code in parentheses at the end of the question. No marks will be awarded for wrong choice, multiple choice or no choice.
1. The earliest theory of pay to emerge was the ( )
A. Minimum Wage Theory B. Differential Wage Theory C. Wage Fund Theory D. Collective Bargaining Theory of Wages
2. The Two-Factor Theory ( ) was proposed in the year.
A．1958 B．1959 C．1560 D．1562
3．The traditional form of wages is ( )
A．Positional wages B．Seniority wages C．Knowledge wages D．Structural wages
4．The starting point for the design of a compensation system is ( )
A．Work plans B．Staffing C．Job evaluation D．Performance
5．The number of members of the job evaluation committee is usually ( )
A．2-3 B．3-5 C．5-7 D．7-9
6．Pay for performance is divided into two kinds of pay for performance and ( ).
A．Overtime pay B．Travel pay C．Incentive pay D．Commission
7．China's maternity insurance law began in ( )
A．1949 B．1951 C．1978 D．1984
8．Victor. Frum created the ( )
A．Expectancy theory B．Equity theory C．Health theory D．Motivation theory
9．The bonus system ( )restored.
A．1949 B．1959 C．1979 D．1989
10．( ) refers to the setting up of several wage scales within a job to reflect the labor differences between different workers within the job.
A. One post one pay system B. One post several pay system C. Seniority pay system D. Job skill pay system
11. Structural pay is also known as ( )
A. Diversity pay B. Seniority pay C. Performance pay D. Bonus pay
12. Position evaluation is based on the ( ) as the object of evaluation.
A. Individuals B. Performance C. Titles D. Positions
13. Factors affecting the design of the basic salary component of compensation are mainly ( )
A. Strategy B. Position C. Performance D. Qualifications
14. The result of the job evaluation is ( )
A. Job Analysis B. Job Description C. Job Evaluation Process D. Compensation Structure
15.15. "Hitchhiking" is a major pitfall in ( ) programs.
A. Collective Incentives B. Representative Incentives C. Material Incentives D. Special Incentives
II. Multiple Choice Questions (***5 questions, 3 points each,***15 points)
At least two out of the five choices listed in each question meet the requirements, please fill in the brackets after the question with their codes. No marks will be awarded for wrong choice, over-choice, under-choice or no choice.
16. The three main functions of compensation are ( )
A. regulation B. protection C. retention D. incentive
17. The following are direct compensation ( )
A. base pay B. performance pay C. incentive pay D. deferred compensation
18. Deferred compensation consists of ( )
A. Savings plan B. Loan plan C. Stock purchase D. Deferred compensation
19. B. Loan plans C. Stock purchases D. Annuities
19. People listed in the legal vacations ( )
A. New Year's Day B. Christmas C. Qingming Festival D. National Day E. Mid-Autumn Festival
20. Salary surveys are commonly used methodology ( )
A. Copywriting B. Questionnaires C. Interviews D. Delphi E. Experts
Terms and terms (**)
There is no need to use the following terminology. III. Terminology (***3 questions, 3 points each, ***9 points)
21. Compensation
22. Job evaluation
23. Employee Benefits
4. Short Answer Questions (***6 questions, 5 points each, ***30 points)
24. Principles of compensation design.
25. Maslow's hierarchy of needs theory.
26. Principles of compensation structure design.
27. Briefly describe how to conduct effective performance interviews.
28. Advantages and disadvantages of broadband pay model.
29. What are the equity incentive models?
V. Discussion questions (16 points)
30. How to conduct effective compensation communication.
Compensation Management Test Question B
I. Single-choice Questions (***15 subquestions, 2 points each, ***30 points)
Only one of the four alternative choices listed in each subquestion meets the requirements of the question, so please fill in the brackets at the end of the question with its code. No marks will be awarded for wrong choice, multiple choice or no choice.
1. The following are not methods of calculating remuneration ( )
A. Hourly B. Personnel C. Performance D. Piecework
2. The basic salary is generally determined by ( ).
A．Position B．Ability C．Age D．Title
3．The so-called "Iron Law of Wage" is ( )
A．Positional Wage Theory B．Seniority Wage Theory C．Knowledge Wage Theory D．Minimum Wage Theory
4．The starting point of the design of the compensation system is ( )
4.
A. work plan B. staffing C. job evaluation D. performance
5. The results of Maslow's work are ()
A. Hierarchy of Needs B. Equity Theory C. Expectancy Theory D. Two-Factor Theory
6. The Equity Theory is the creation of ()（ ）.
A. Maslow B. Frum C. Adams D. Porter
7. Compensation in the form of money can be categorized into ( ) and indirect compensation.
A．Direct compensation B．Basic compensation C．Flexible benefits D．Benefits
8．The most commonly used and effective method of salary survey is ( )
A．Documentary survey method B．Interview method C．Questionnaire survey method D．Delphi method
9．Bonus system ( ) restored.
A．1949 B．1959 C．1979 D．1989
10．( ) refers to the setting up of several wage scales within a post to reflect the labor differences between different workers within the post.
A．One-post-one-pay system B．One-post-number-pay system C．Seniority-pay system D．Job-skill-pay system
11．The basis for the design of pay structure is ( )
A．Job analysis B．Job description C．Job evaluation D．Job summary
12．The scheme of increasing distribution was proposed by Fern ( ) in ( ).
A．1970 B．1973 C．1974 D．1976
13．Factors affecting the design of the base salary portion of compensation are mainly ( )
A．Strategy B．Position C．Performance D．Qualification
14．Peripheral behaviors first appeared in ( )
A．1990 B．1991 C．1992 D．1993
14. 1992 D．1993
15．The DC model is also known as the ( ) model.
A. Determined return B. Determined contribution C. Hybrid D. Fund-based
II. Multiple Choice Questions (***5 subquestions, each subquestion carries 3 marks,***15 marks)
At least two out of the five choices listed in each subquestion meet the requirement, please fill in the code in the brackets after the question. No marks will be awarded for wrong choice, over-choice, under-choice or no choice.
16. Collective incentive plans include ( )
A. Profit-sharing plans B. Revenue-sharing plans C. Success-sharing plans D. Shift incentive plans
17. The following are classified as direct compensation ( )
A. Basic pay B. Performance pay C. Incentive pay D. Deferred compensation
18. Deferred compensation includes ( )
A. Savings plans B. Loan plans C. Stock purchases D. Annuities
19. The list of legal vacations ( )
A. New Year's Day B. Christmas Day C. Ching Ming Festival D. National Day E. Mid-Autumn Festival
20. Social health insurance includes ( )
A. Basic medical insurance B. Supplementary medical insurance for enterprises C. Individual supplemental medical insurance D. Stocks
III. Explanation of Terms (***3 questions, 3 points each, ***9 points)
21. Collective Incentive Plans
22. Compensation Surveys
23. Worker's Compensation Insurance
IV. Short Answer Questions (***6 questions, 5 points each, ***30 points)
24. Compensation design process
25. Principles of job evaluation
26. Principles of compensation structure design
27. Steps in the development of compensation strategy
28. Types of individual incentive plans
29. Compensation structure of top management
V. Expository questions (16 points for this big question)
30. Describe how to conduct effective compensation communication.
Compensation Management A Answers
I. Single-choice questions (***15 questions, 2 points each,***30 points)
1-5 ABBCC 6-10 CBACB 11-15 ADBDA
II. Multiple-choice questions (***5 questions, 3 points each,***15 points)
16. ABD 17.ABCD 18.ACD 19.ACDE 20.ABC
Three, terminology (***3 subtopics, each subtopic 3 points,***9 points)
21. remuneration: remuneration is the organization of its employees for the work done for the organization or the contribution of the organization, including their achievement of the performance, the effort, time, learning, skills, experience and creativity, paid the corresponding reward. The organization pays the corresponding reward.
22. Position evaluation: is based on a number of compensation factors to assess the value of a number of benchmark positions in the enterprise, and then other positions in the organization against these benchmark positions, so as to establish a hierarchical sequence covering all the positions in the organization.
23. Employee benefits: an important part of compensation, is the enterprise based on the employment relationship, according to the state's mandatory laws and regulations, based on the enterprise's own ability to pay, to improve the quality of life provided to the employees, a variety of non-monetary income and deferred payment form of compensation and services, indirectly.
Four, short answer questions (***6 questions, 5 points per question, ***30 points)
24. The principle of compensation design. : Compensation system is an important policy document of enterprise human resource management, is a general term for a series of guidelines, standards, regulations and methods related to the distribution of remuneration formulated by the human resource management department in accordance with national laws and policies, and is a manifestation of the standardization and process of enterprise remuneration management.
25. Maslow's hierarchy of needs theory. (1) physiological needs, (2) safety needs, (3) social needs, (4) respect needs, and (5) self-actualization needs
26. Principles of compensation structure design: (1) strategic orientation, (2) internal consistency, (3) external competitiveness, and (4) economy
27. Briefly explain how to conduct effective performance interviews. (1) Create a favorable atmosphere for interviews. (2) Explain the purpose of the interview. (3) Inform the results of the appraisal. (4) Ask the subordinate to explain himself and the supervisor to listen to his opinion.
(5) Develop a performance improvement plan. (6) End the interview. (7) Organize the record of the interview and report to the supervisor.
28. Advantages and disadvantages of the broadband pay model. Advantages (1) Breaks down the hierarchical concepts maintained and reinforced by the traditional pay structure and reduces the equivalence differences between jobs. (2) Guides employees to emphasize the growth of personal skills and the improvement of their abilities. (3) Facilitates job rotation and fosters employees' ability to grow cross-functionally in the organization.
29. What are the equity incentive models? : stock options; virtual stock; stock appreciation rights; restricted stock; and management buyouts.
V. Discussion Questions (16 points for this question)
30. Explain how to conduct effective compensation communication.
(a) the concept of payroll communication: communication is "by any means, exchange information with each other". In the whole process of payroll management, payroll communication is an essential part of the process.
(2) the steps of compensation communication:
1 determine the goal of compensation communication: means that the enterprise needs to determine on what to communicate and through the communication to achieve what purpose. 2 to collect the relevant information: in the communication goal is determined, the next step is to be from the decision-making level, managers, and ordinary employees to see the collection of their views on the compensation system. 3 to develop communication Strategy: After collecting the psychological feelings of the relevant employees on the pay program, we can start to develop the pay communication strategy under the framework of the established objectives.4 Selection of communication media: When the enterprise began to determine the communication media, generally faced with a variety of alternatives.5 Evaluation of the results of the communication: The last step of the pay communication is to evaluate the effectiveness of the entire communication process.
(C) Key Measures in Compensation Communication
1. Repeated Communication 2. Manager Training 3. Employee Training
4. to stick to the goal 5. praise.
Compensation Management B Answers
I. Single Choice Questions (***15 questions, 2 points each,***30 points)
1-5 BADCA 6-10 CACCB 11-15 CBBDB
II. Multiple Choice Questions (***5 questions, 3 points each,***15 points)
16. ABCD 17.ABCD 18.ACD 19.ACE 20.ABC
Three, terminology (***3 sub-questions, each sub-question 3 points,***9 points)
21. collective incentive plan : Collective incentive plan is the employee's remuneration and the performance of the collective where the collective performance of the main incentives for incentives.
22. Salary Survey : Provide reference for the enterprise's salary adjustment, provide the basis for the enterprise's salary positioning for new positions, estimate the competitor's labor cost, and provide solutions to specific human resource problems.
23. Employment injury insurance: a social security system in which the state and society provide medical treatment, livelihood protection, economic compensation, medical and vocational rehabilitation, and other material help for workers and their relatives who suffer from accidental injuries and occupational diseases in the course of production and work.
Four, short-answer questions (***6 questions, 5 points each, ***30 points)
24. Compensation design process: (1) develop compensation principles and strategies (2) job analysis (3) job evaluation (4) salary survey (5) salary positioning (6) salary structure design (7) salary implementation and survey
25. Job evaluation principles: (1) Systematic Principle (2) Usability Principle (3) Standardization Principle (4) Correspondence of Levels of Competence Principle (5) Optimization Principle
26. Principles of Compensation Structure Design
(1) Strategy Oriented Principle (2) Internal Consistency Principle (3) External Competitiveness Principle
(4) Economy Principle (5) Incentive Principle
27. Steps in Compensation Strategy Development
(1) Evaluate the impact of cultural values, global competition, employee needs, and organizational strategy on compensation.
(2) Align compensation decisions with organizational strategy and the environment.
(3) Design a compensation system that crystallizes compensation strategy.
(4) Re-measure the fit between compensation strategy and organizational strategy and environment.
28. Types of Individual Incentive Plans
(1) Simple Piecework System (2) Differential Piecework System (3) Progressive Piecework System
(4) Guaranteed Piecework System (5) Piecework with Qualitative Grading
(6) Standard Work Hour System (7) Piecework Plan Linked to Standard Work Hour
29. Senior Level Compensation structure of senior management
(1) Basic compensation
(2) Short-term (annual) incentives or bonuses
(3) Long-term incentives and stock appreciation plans
(4) Employee benefits
(5) Position privileges (earned outside of salary)
V. Expository questions (16 points for this major question)
30. Try to explain how to carry out effective payroll communication.
(a) the concept of payroll communication: communication is "by any means, exchange of information with each other". In the whole process of payroll management, payroll communication is an essential part of the process.
(2) the steps of compensation communication:
1 determine the goal of compensation communication: means that the enterprise needs to determine on what to communicate and through the communication to achieve what purpose. 2 to collect the relevant information: in the communication goal is determined, the next step is to be from the decision-making level, managers, and ordinary employees to see the collection of their views on the compensation system. 3 to develop communication Strategy: After collecting the psychological feelings of the relevant employees on the pay program, we can start to develop the pay communication strategy under the framework of the established objectives.4 Selection of communication media: When the enterprise began to determine the communication media, generally faced with a variety of alternatives.5 Evaluation of the results of the communication: The last step of the pay communication is to evaluate the effectiveness of the entire communication process.
(C) Key measures in compensation communication
1. Repeated communication 2. Manager training 3. Employee training
4. To stick to the goal 5. Praise.